Missing persons in the study of groups

By Thomas A. Timmerman. 2005

99 citations recorded by the source corpus.

Subfields: Gender Studies, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/f9fac63f1d03085ded54b84e3e67cdbbf2e79678

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Gender Studies

1. Janaki Gooty
2. Francis J. Yammarino
3. Michael S. Cole
4. A. Bedeian
5. B. Vogel
6. Robert R. Hirschfeld
7. Helen M. Williams
8. B. Wisse

In Social Psychology

1. Michael S. Cole
2. Janaki Gooty
3. B. Vogel
4. Suzanne J. Peterson
5. A. Y. Ou
6. Jin Nam Choi
7. David A. Waldman
8. David Stanley

In Sociology and Political Science

1. Michael S. Cole
2. Janaki Gooty
3. Francis J. Yammarino
4. A. Bedeian
5. B. Vogel
6. Robert R. Hirschfeld
7. Natalie J. Allen
8. Jin Nam Choi

Citations in the corpus

• Interactional justice, leader–member exchange, and employee performance: Examining the moderating role of justice differentiation (2017, unknown): “To ensure our ability to test our hypotheses, we excluded five groups where response rates were less than 60 percent (Timmerman 2005).”
• When the dark ones gain power: Perceived position power strengthens the effect of supervisor Machiavellianism on abusive supervision in work teams (2016, methodology): “To test for non-response bias, we correlated the intra-team responserate with subordinate rated abusive supervision (Timmerman, 2005).”
• Dispersion-Composition Models in Multilevel Research (2011, background): “Across two studies (Allen, Stanley, Williams, & Ross, 2007; Timmerman, 2005), it has been shown that random and not-at-random missing data created within-group range restriction in both level (i.”
• Do Humble CEOs Matter? An Examination of CEO Humility and Firm Outcomes (2018, methodology): “We could not obtain integration data from all TMT members, which may have attenuated findings on team-level relationships (Timmerman, 2005).”
• Assessing the Impact of Nonresponse on Work Group Diversity Effects (2007, background): “Recently Timmerman (2005) demonstrated that, and discussed how, missing data can influence relations involving group means.”
• The Leader–Member Exchange Relationship (2016, result): “We could not however determine the actual group size in our sample, and this is a limitation of our data (for a review, see Timmerman, 2005).”
• Group‐level organizational citizenship behavior: Effects of demographic faultlines and conflict in small work groups (2009, background): “At the group level, missing data invite both random and systematic biases that often cannot be properly controlled (Timmerman, 2005), and the problem seems to persist with diversity measures (Allen, Stanley, Williams, & Ross, 2007).”